Develop Your Strategic Thinking Mindset Or Else!
|
|
- Horatio Lamb
- 6 years ago
- Views:
Transcription
1 Develop Your Strategic Thinking Mindset Or Else! Strengthening HR s Value by Developing Your Strategic Thinking Mindset May 2016 Helping Build and Sustain GREAT Organizations!
2 Jeffrey L. Russell Jeff Russell, co-director of Russell Consulting, Inc. (RCI) with his wife Linda, specializes in helping leaders build productive, supportive, and motivating work environments. RCI helps companies develop their leadership and strengthen team performance to achieve their great performance goals and outcomes. By guiding the exploration of key values held in common by organizational members and developing strategies and actions to express these values-in-action, RCI helps organizations achieve their strategic vision. Through processes that include "visioning" retreats, Future Search conferences, process redesigns, improving decision making processes, implementing quality improvement strategies, and providing a variety of skill-building seminars, RCI enhances longterm organizational effectiveness and performance. Consulting Expertise Jeff consults with companies in the areas of: Visioning and strategic planning Leadership development Leading and implementing change Performance management systems Employee engagement assessment Customer and employee focus groups Team assessment and intervention training needs assessment Organizational design Self-managed teams Problem solving and decision making Training Expertise Jeff conducts an array of leadership and team development seminars on such topics as: Surviving difficult conversations Fearless performance reviews Leadership and strategic thinking/planning Leading fearless change Communication skills Dealing with difficult people DiSC Behavioral Profiles 360 leadership assessment and development Effective meeting management Decision making and problem solving Managing conflict and win/win negotiations Performance management and coaching skills Team building fundamentals Team leadership and facilitation skills Customer service Professional Background Jeff serves as an adjunct faculty member at University of Wisconsin-Madison and UW-Milwaukee. He also teaches for the UW-Madison, UW-Eau Claire, and UW-La Crosse Small Business Development Centers. Jeff has a bachelor's in Humanism and Cultural Change and a Masters of Science degree in Industrial Relations from UW-Madison. Before forming RCI, Jeff served as human resource coordinator for the Wisconsin Department of Administration (DOA). At DOA, Jeff developed and coordinated their employee assistance, leadership and employee development, and equal employment opportunity/affirmative action programs. Conference Presenter and Author Jeff is a sought-after speaker at state, national and international conferences. Recent presentations include: ASTD International Conferences 2001 through 2011 Jamaica Employer s Federation Conference, Ocho Rios, Jamaica, 2004, 2006, 2007, and Minnesota Quality Conference Minnesota Project Management Institute, PDD 2007, 2008, 2009, 2011, 2012, and 2013 Wisconsin SHRM Annual Conference, 2004 through 2007, 2010, 2011, 2012, and 2013 Wisconsin Child Welfare Annual Conference, 2012 Leading Change, Shanghai, China Emotional Intelligence in Action, Kuala Lumpur, Malaysia, 2012 Jeff and his wife Linda have co-authored nine management books including Leading Change Training, Strategic Planning Training, Change Basics, Strategic Planning 101, Ultimate Performance Management, and Fearless Performance Reviews (McGraw-Hill, 2014). Helping Create and Sustain GREAT Organizations! 1134 Winston Drive tel (608) Madison, Wisconsin RCI Online: Jeff@RussellConsultingInc.com
3 What is a Strategic Thinking Mindset for HR and Why is Developing One Important? A Strategic Thinking Mindset for HR is... Discuss in your group... the meaning of the term strategic thinking mindset. What does it mean to be a strategic thinker as an HR professional? What are the Benefits of Developing a Strategic Thinking Mindset? Why is it important for HR to develop a strategic thinking mindset? How does a strategic thinking mindset help our organizations and us as HR professionals? Benefit to Organization: Benefit to Self (role, career, development, etc.): What are the Consequences if We Don t Develop a Strategic Thinking Mindset? What are the consequences for the organization and HR in the short- and long-term if we aren t able to bring a strategic thinking mindset to the table? Cost to Organization: Cost to Self (role, career, development, etc.): 2016, 1
4 Strategic HR: Strategic Thinking Planning Acting Strategy Formulation Synthesis Analysis Decision Making Evaluation Implementation Plan Action Strategy Implementation 2016, 2
5 Strategic Thinking for HR Is... Strategic thinking for HR is a way of examining and understanding your organization s circumstances and its surrounding environment and then making informed decisions and taking appropriate actions based upon a strategic mindset. Strategic thinking is a fundamental competency that enables HR professionals to identify, understand, and proactively engage current and emerging issues that are likely to have a significant impact on an organization s success. It involves deeply examining oneself, the organization, internal and external customers, leaders and employees, and the surrounding environment in such a way that the HR thinker is able to see his or her purpose and role within a larger context. This larger context involves the HR professional having a deep understanding of: the overarching purpose or aim of the organization and the vision and goals that seek to enact that purpose the purpose, role, and value of HR s contribution toward this purpose the core values described in the strategic plan or articulated by the CEO that identify the attitudinal and behavioral expectations of every employee (including and especially HR) the current, emerging, and future needs of HR s customers (internal and external) issues and events that are occurring in the organization s environment the internal and external forces and factors that are likely to shape its future. 2016, 3
6 Developing a Strategic Thinking Mindset The components of the strategic thinking mindset include: 1. Holding an image of the or ideal future for the organization in one s mind. Strategic thinking begins with a clear understanding of the big picture and the desired long-range future for the organization. With this vision or idea in mind, decisions and actions are more likely to be directly and indirectly shaped by this overarching objective. 2. Drawing upon and being shaped by the organization s core. While the vision describes the end state that individuals are striving to create over time, the core values speak to the moment. When clearly defined, understood, and accepted by the HR professional, the core values directly lead to strategic decision making and actions because they speak to the current behaviors, decisions, and actions rather than future ones. 3. Being awake and aware... continuously scanning the looking for opportunities and threats. The strategic thinking mindset depends upon a keen awareness of the environment. HR professionals who are strategic thinkers always have their antennae up. They discover new possibilities by actively seeking out and being open and receptive to information and they are able to detect potential threats early-on by being conscious of emerging issues and events that may have a negative impact on the organization and/or its human resources. 4. Seeing the and relationships in events and circumstances. HR professionals as strategic thinkers connect the dots by looking for and recognizing the patterns and relationships between observed events and circumstances. A strategic thinking HR professional, for example, will be the first to detect an emerging pattern of employee disengagement in a department long before turnover becomes an issue. Because strategic thinkers are constantly on the lookout for patterns or trends in behaviors they are often the first to highlight the need for action. They become a catalyst for a conversation around the meaning of a trend for the organization and how the organization might best respond from a strategic perspective. 5. Recognizing the and interdependencies before making decisions and taking action. Strategic thinkers are deeply aware of the interdependencies and interrelationships between actions and events. They recognize that every action within a system (e.g., raising educational requirements for open positions) may or may not have its desired effect (e.g., more qualified candidates), but that there are always potential unintended consequences for an action (e.g., fewer applicants in the selection pool and otherwise qualified candidates not being considered) that will occur. This is the rule of unintended consequences much appreciated by true strategic thinkers. 6. Making decisions and taking actions in the moment that are by the vision, values, knowledge of the environment, attention to the interdependencies, and an awareness of the long-term. The final component of strategic thinking integrates the previous components into a strategic perspective that shapes how the HR professional makes decisions in the moment with the long-term vision, core values, interconnections, and deep awareness of the environment in mind. 2016, 4
7 The Levels of HR Thinking-Planning-Action Tools for Leadership and Learning Level Desired Result Style of Action Strategic Helping the organization achieve an ideal future. Optimizing desired long-term outcomes given internal resources and environmental constraints. Future-minded, long-term focus. Exploring alternative HR possibilities and pathways to achieve success and tackle critical issues. Underlying Value/Key Question Controlled instability toward a larger purpose. Leveraging opportunities. What s next for HR? Current % of Time Desired % of Time Interactive Exceeding expectations. Going above and beyond. Anticipating HR needs and problems. Proactive. Getting out in front of things. Never being surprised. Continuous learning and quality improvement. What am I learning today that should change my HR practice tomorrow? Operational Maintaining the status quo. Ensuring consistency. Controlling/guaranteeing results. Developing good HR systems that translate strategic plans into action. Short-term focus. Fixes problems. Maintains smooth operation. Strives for operational excellence. Stability and Control. How do I keep things going along as smoothly as possible? Tactical Meeting expectations. Solving daily HR problems. Responding immediately to emerging issues. Reactive. Short-term focus. Getting results today. Surviving! Making it through another day! What must I do right now to solve today s problems? 2016, 5
8 Strategic Thinking Framework Vision and Mission Strategic Priorities Governing Values Environmental Context Event Calling for a Response Tactical/Operational Response Who is the customer in this situation? What is the pressing problem we re trying to solve or opportunity we re trying to leverage? What do we need to do right now to address this issue? What immediate actions will help us solve the problem or enable us to realize the opportunity? What is our immediate desired outcome in this situation? What is our immediate measure of success? How will we know if our actions have been successful? Who is primarily responsible and accountable for taking immediate action on this issue? How does the vision, strategic priorities, and governing values inform our immediate, tactical, and operational response? How might we design or redesign our current operations based upon this situation? Strategic Response What are the factors that contributed to/ caused this situation to occur? Is this event part of a recognizable pattern that we should try to understand? What are the long-term implications of any tactical/operational response we are considering or that we actually took? How is this situation related to other situations we have faced in the past, are currently facing in the present, or are likely to face in the future? What are the possible systemic and underlying causes driving the emergence of this issue? What are the long-term measures that we might use to evaluate our effectiveness at addressing this issue? What is our long-term desired outcome in this situation? How does this issue relate to our vision, strategic priorities, and our guiding values? Who are the long-term customers and stakeholders in this situation and how are they each affected by the issue and our intended actions? Where does long-term responsibility for taking action and being accountable for results lie? 2016, 6
9 Utilizing Your Strategic Thinking Mindset Case Study #1: You have seen a gradual increase in the number of workplace injuries in one of your production departments. Using a strategic thinking mindset, what issues will you examine and explore to address this problem tactically (immediate/short-term) and strategically (long-term)? Tactical/Operational Response Strategic Response Case Study #2: You are having great difficulty filling key technology positions that are critical to your company s success. Critical positions aren t being filled by people with the right skills and it s creating huge productivity and quality issues. As your company has moved further in the direction of a technology-driven manufacturing process you have found it increasingly challenging to find workers who have the needed technology skills, knowledge, and experience to fill key positions. Being located about an hour from Madison has its benefits (a highly motivated and available workforce and a laid-back, slow-paced environment) but it also has its downsides (many of the workers simply don t have the skill sets you need and it s hard to attract people to the area who have these skills). Other manufacturers in your area are facing the same problem. The local technical college has been slower than you d like in adjusting to the new skill requirements of local employers and the local high schools don t have the budgets to offer courses that lay the groundwork for developing these skills. You ve also heard that the Wisconsin Department of Workforce Development has a statewide initiative underway to address this issue. Using a strategic thinking mindset, what issues will you examine and explore to address this problem tactically (immediate/short-term) and strategically (long-term)? Tactical/Operational Response Strategic Response 2016, 7
10 Developing Strategic Thinkers... Developing Your Strategic Thinking Mindset What actions can you take to develop, strengthen, and enhance your strategic thinking mindset? Developing the Strategic Thinking Mindset of Others on Your Team What actions can you take to help develop, strengthen, and enhance the strategic thinking mindset of others on your HR team? 2016, 8
11 Developing/Strengthening a Strategic Thinking Mindset in HR 1. HR staffers to be strategic thinkers make it part of their hiring, orientation, and development. 2. Build strategic thinking into every HR description. 3. Integrate the vision and core values into HR and goal setting processes. 4. Invite HR staff members to share/discuss what they are from customers and what they see happening around them that might have a bearing on the organization s future success and HR s role. 5. Debrief HR challenges, problems, and crisis from a perspective pursue strategic insight and learning. 6. Define the HR not the means to get there and invite them to help build the right pathway. 7. Take time to listen and acknowledge their ideas. 8. Give people the freedom to make decisions (autonomy) but also provide them and a framework within which to operate (core values). 9. Encourage everyone to current HR practices (do this only if you really mean it!). 10. Share HR success stories - where HR was the! 11. Invest in building a strong HR (where there is a high level of trust, respect, appreciation, shared purpose, mutual learning, etc.). 12. Walk the model great strategic thinking in how you approach your own decision making, problem solving, crisis management, etc. 13. Take time, as an HR team, for a strategic thinking where you escape from the tactical and operational levels even if only for a half-day! 2016, 9
Develop Your Strategic Thinking Mindset Or Else!!
Develop Your Strategic Thinking Mindset Or Else!! Strengthening HR s Value by Developing Your Strategic Thinking Mindset With Jeff Russell 2013, Photograph by Jeff Russell If you don t know where you re
More informationStrengthening HR s Value by Developing Your Strategic Thinking Mindset. Lustra Fjord, Norway With Jeff Russell. 2014, Photograph by Jeff Russell
Note: Russell Consulting, Inc. provides these PowerPoint slides and handouts to interested people for their personal use only. RCI has copyrighted all materials and retains all international rights over
More informationWhy the Elephant Won t Dance!
Minnesota Chapter Why the Elephant Won t Dance! Understanding Your Organization s Change Readiness October 2006 Helping You Create and Sustain a GREAT Organization! Jeff Russell Jeff Russell, co-director
More informationEnabling Fearless Coaching Conversations
2017 GMA SHRM Human Capital Conference Enabling Fearless Coaching Conversations Build Coaching Skills and Reduce Fear While Facilitating Employee Commitment to Great Performance May 16, 2017 Session 3B:
More informationThe Keys to Employee Retention
The Keys to Employee Retention Strategies for Hanging On to Your Talent Thursday, October 19, 2017 2:15 3:00 p.m. Helping Build and Sustain GREAT Organizations! Jeffrey L. Russell Jeff Russell, co-director
More informationThe Keys to Employee Retention
The Keys to Employee Retention Strategies for Hanging On to Your Talent Friday, October 13, 2017 10:00 11:30 a.m. Helping Build and Sustain GREAT Organizations! Jeffrey L. Russell Jeff Russell, co-director
More informationTO LEAD. ANSWER THE CALL
At the UD Center for Leadership, we re more than just an educational resource for Dayton-area businesses. We form real, working partnerships between leading organizations and the nation s top thinkers
More informationContents. Acknowledgments Preface What You ll Find in This Book How to Use This Book
Contents Acknowledgments Preface What You ll Find in This Book How to Use This Book vii ix x xi Chapter 1 Introduction 1 So, What Is It? 4 Why Does It Matter? 5 How You Can Use It 9 Chapter 2 The Business
More informationManagement 5 Case Study: General Semiconductor Zack Pelz
Management 5 Case Study: General Semiconductor Zack Pelz 67631612 1) In your opinion, what actions taken by Ostertag stood most chance of changing General Semiconductor's culture? Ostertag did these things-
More informationPractices for Effective Local Government Leadership
Practices for Effective Local Government Leadership ICMA delivers the latest research in the 14 core areas critical for effective local government leadership and management. ICMA University is the premier
More informationVelocity Leadership: 7 Competencies of High-Performing Leaders. Leadership Skills Assessment
Velocity Leadership: 7 Competencies of High-Performing Leaders Leadership Skills Assessment Leaders today must display a daunting array of skills from setting inspiring goals to making difficult decisions
More informationImproving Teacher and Principal Effectiveness. Self-Assessment and Reflection Tool
Improving Teacher and Principal Effectiveness Self-Assessment and Reflection Tool In K-12 education people are our most important resource. Improvements in teacher effectiveness and principal effectiveness
More informationWorkshop #8: Workplace Planning (developing and advancing your career plan)
World Institute on Disability, WID E3, Employment Empowerment Workshop #8: Workplace Planning (developing and advancing your career plan) The term workplace planning means the process of developing and
More informationContents 5. Building and Maintaining an Effective Team 6. An Overview of Planning and Estimating
TEAMFLY vi Contents 5. Building and Maintaining an Effective Team 77 The Mechanics of Building a Team 78 Team Leadership Starts on Day One! 83 Fostering Teamwork and Synergism 88 Getting the Most from
More informationMCE Talent Management and HR
MCE Talent Management and HR Page 1 Retain, Develop and Engage Your Management Talent Your people are your most expensive asset. Success depends on making sure this asset is productive. There are three
More informationSeven ways to be a highly effective person in any environment
IX. Committees and Teamwork A strong, functional committee structure is often the working base from which a society will be able to carry out its mission. The outcome of any committee effort provides opportunities
More informationTHE STRATEGIC MINDSET
the THE STRATEGIC MINDSET APPLYING STRATEGIC THINKING SKILLS FOR ORGANIZATIONAL SUCCESS Strategy and its consistent application by managers and leaders are keys to long-term organizational success. Strategy
More informationLEADING A CULTURE TRANSFORMATION
LEADING A CULTURE TRANSFORMATION CONTENTS Introduction... 1 Understanding Organizational Culture Transformation... 2 Is Culture Transformation Needed in Our Organization in the First Place?... 3 When and
More informationManagement Drives. Introduction
Management Drives Introduction Management Drives - Summary 2 Management Drives is a powerful approach to individual and team development. The system provides a genuine awareness of your: Drives: those
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More information2019 Webinar Catalog
2019 Webinar Catalog Table of Contents 2019 Webinar Series NEW! Deer Oaks 2019 Supervisor Excellence Webinar Series: Employee Engagement NEW! Deer Oaks 2019 Leadership Certificate Program NEW! Deer Oaks
More informationNZ POLICE CORE COMPETENCIES. Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop HOW WE DO THINGS: OUR CORE COMPETENCIES
NZ POLICE CORE COMPETENCIES Communicate, Partner, Solve, Deliver, Lead, Innovate, Develop 1 INTRO These are behaviours that are important to achieving our goals. They describe how we work as opposed to
More informationIs the future of your workforce ready now? February 2017
Is the future of your workforce ready now? February 2017 Everything about the workplace is changing, and fast, especially for oil and gas companies that face market and skills challenges never before seen.
More informationICMA PRACTICES FOR EFFECTIVE LOCAL GOVERNMENT LEADERSHIP Approved by the ICMA Executive Board June 2017; effective November 2017
Reorganization The Credentialing Advisory Board proposed, and the Leadership Advisory and Executive Boards agreed, that the ICMA Practices should be organized as a narrative rather than a list. The following
More informationDeveloping Executive Leadership and Strategic Agility
Leading Others Developing Executive Leadership and Strategic Agility PART OF TALENT TRANSFORMATION Developing Executive Leadership and Strategic Agility Be ready to respond to complex and unpredictable
More informationAGC Leadership Competencies
Revised in 2015 Oct. AGC Group Corporate HR 1 What AGC Ask Leaders to Accomplish - The Concept of - AGC considers that an effective leader is the person who: Has the courage to challenge the existing order
More informationHiring the Best: 29 Must Ask Interview Questions
Hiring the Best: 29 Must Ask Interview Questions National Institute of Business Management Presented by: Paul Falcone Date: June 23, 2009 Time: 1:00-2:15 p.m., ET www.businessmanagementdaily.com 1 Presentation
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More informationToday s Alliance Professional... Tomorrow s Strategic Leader
Today s Alliance Professional... Tomorrow s Strategic Leader A study done by the American Management Association and Pearson in collaboration with the Society of Human Resource Management (SHRM) and the
More informationRoma Hanson Vice President - Organizational Development AIDS Resource Center of Wisconsin (ARCW) June 13, 2017
Roma Hanson Vice President - Organizational Development AIDS Resource Center of Wisconsin (ARCW) June 13, 2017 1. Setting the stage for outstanding performance expectations 2. Learn the components that
More informationThe ITOCHU Group Corporate Philosophy and Code of Conduct
Mission Values 5 self-tests The ITOCHU Group Corporate Philosophy and Code of Conduct The ITOCHU group is a dynamic entity; it is continuously evolving through the actions of its employees. This booklet
More informationEmployee Engagement Now More Than Ever!
Employee Engagement Now More Than Ever! Understanding, Measuring, and Improving Engagement in Your Organization Leading, and Managing Today s Workforce SIHRMA Skagit-Island Human Resource Management Association
More informationCity of Cardiff Council Behavioural Competency Framework Supporting the Values of the Council
City of Cardiff Council Behavioural Competency Framework Supporting the Values of the Council 1.CM.250 Issue 3 Nov-2014 Process Owner: Organisational Development Team Authorisation: Deborah Morley Page
More informationBC Assessment - Competencies
BC Assessment - Competencies This document provides a list and description of all of BC Assessment s core competencies, as well as the level of competency required for a given position, as defined in each
More informationDeveloping Proficiency in HR: Using Self-directed Learning to Achieve Success
Developing Proficiency in HR: Using Self-directed Learning to Achieve Success Indiana State SHRM Conference August 29, 2017 Deb Cohen, Ph.D., SHRM-SCP @DebCohenLLC (Twitter) www.debcohenllc.com DebCohenLLC
More informationHuman Resources Director. Search conducted by: waldronhr.com
Human Resources Director Search conducted by: waldronhr.com The Organization Since 1980, Bellwether Housing (Bellwether) has met the housing needs of people with low incomes in the Seattle area, including
More informationCOMPETENCY FRAMEWORK
COMPETENCY FRAMEWORK Version Produced by Date 1.0 Claire Salter 15.02.2016 MESSAGE FROM THE BOARD The key to success within any organisation is how we recruit, retain and develop our staff. How each individual
More informationCORE COMPETENCIES. For all faculty and staff
SELF-AWARENESS & PROFESSIONALISM Being mindful of one s impact on others and managing thoughts, feelings and actions in an effective manner. INTEGRITY Conducting oneself and activities according to the
More informationCompetency Catalog June 2010
Competency Catalog June 2010 Leadership Competencies Leadership competencies are those generic or cross-organizational competencies that are applicable to various functions and/or posts. They focus on
More informationHigh Performers Leadership Development Programme (HPLDP)
High Performers Leadership Development Programme (HPLDP) An interesting and insightful programme from strategic to leadership execution - Head of Brokerage, ACE Insurance Limited, Singapore HPLDP Content
More informationLeadership During Challenging Times by Mark David
4360 Corporate Road Charleston, SC 29405-7445 843.744.7110 www.lce.com Leadership During Challenging Times by Mark David With today s economy, the need for leadership excellence is at an all-time high.
More informationEngaging Your All-Stars: How Successful Companies Retain Their Top Performers
Engaging Your All-Stars: How Successful Companies Retain Their Top Performers With the Major League Baseball All-Star Game approaching in July, it s an appropriate time to consider your own All-Stars and
More information2015 HRPA Conference 5 Stages of Organizational Life: from unconsciousness to authenticity
5 s of al Life: from unconsciousness to authenticity Leadership systems that create powerful companies Five s of al Life From Unconsciousness to Authenticity HRPA January 2, 2015 Presented by: Heather
More informationHCAHPS Readiness and Performance Management White Paper
HCAHPS Readiness and Performance Management White Paper NOTE - Brian Lee has made minor edits to this document Jan 31 2013 Between August and October 2012, HealthcareSource conducted a survey about Hospital
More informationTHE CULTURE CANVAS A Working Guide and Checklist to Support the Development of a High-Performing Culture
denison TM THE CULTURE CANVAS A Working Guide and Checklist to Support the Development of a High-Performing Culture The Denison Model of High Performance A Systems Approach to Understanding and Managing
More informationAdvanced Diploma. Subject: Managerial Skills & Leadership Development
Advanced Diploma Subject: Managerial Skills & Leadership Development This Diploma will help participants gain the essential skills needed to transform themselves from individual contributors to successful
More informationSelf Assessment Guide for a Great Safety Culture
Self Assessment Guide for a Great Safety Culture Overview: Safety culture is in an intrinsic part of organization culture. Safety culture refers to the shared values, beliefs, and attitudes that influence
More informationCOACHING USING THE DISC REPORT
COACHING USING THE DISC REPORT TAKING THE NEXT STEP Congratulations! You ve taken the first vital step in showing that you are a champion in your organization that wants to make a difference. Your employees
More informationCompetencies Required to Pass the ASP Certification Exam(s) Level 2: (SMP) Strategic Planning Professional
Competencies Required to Pass the ASP Certification Exam(s) Domain Level 1: (SPP) Level 2: (SMP) Strategic Planning Professional Strategic Management Professional The candidate should know and/or understand
More informationEMPLOYMENT LIFE CYCLE
Engaging and Retaining Employees through the EMPLOYMENT LIFE CYCLE Presented by: Shellie Haroski, SPHR, SHRM-SCP Assessing Engagement 1. List what works well to engage your employees 2. List areas of opportunity
More informationAHRI Model of Excellence
AHRI Model of Excellence The AHRI Model of Excellence is a graphic representation that combines what HR practitioners should know, what they are expected to do and what their peers expect them to be in
More informationSuccession Planning for the Deal
Succession Planning for the Deal By Linda D. Henman, Ph.D. Most parent companies conscientiously concentrate on integration of business systems but ignore a more important part of the transaction the assimilation
More informationChange Catalysts Case Study
Change Catalysts Case Study CQ Certification Empowers 1000+ Leaders to Navigate Massive Changes in the Healthcare Industry The Change Intelligence (CQ ) System helps build teams that are united by a common
More informationWorkshop Title Workshop Focus Program Category and Audience Modules
Category and Modules Building Leadership Leadership Academy Capability 1. Exemplary Practices of Leadership 2. Leadership and DiSC Workplace 3. Anatomy of a Dialog Changing the Conversation Half Day modules
More informationApply Now for Opportunities at Credit Suisse
Apply Now for Opportunities at Credit Suisse Our Opportunities in 2018 We offer opportunities for undergraduates and postgraduates across various programs in Singapore. Visit the program pages on our careers
More informationKorn Ferry Executive to Leader Institute. Accelerating development for senior executives and enterprise leaders.
Korn Ferry Executive to Leader Institute Accelerating development for senior executives and enterprise leaders. Are your senior leaders ready for enterprise leadership? The transition from executive to
More informationFrom The Laboratory To Leadership - 25th Anniversary Edition
Program Overview: It s an incredibly exciting time for the life science industry. Today, our clients are evolving at a tremendous pace and achieving levels of success that are incredible. Whether they
More informationThe Future of Sourcing Begins Now
: The Future of Sourcing Begins Now Clay Calhoun ISG WHITE PAPER 2017 Information Services Group, Inc. All Rights Reserved INTRODUCTION Enterprises and public sector organizations have long depended on
More informationBellevue University College of Continuing and Professional Education Recent Professional Development Deliveries
Bellevue University College of Continuing and Professional Education Recent Professional Development Deliveries 1) Leadership Foundations Leadership as Influence Effective leadership is critical in obtaining
More informationVIRGINIA S CORE SUPERVISOR/MANAGER COMPETENCIES Table of Contents 1
VIRGINIA S CORE SUPERVISOR/MANAGER COMPETENCIES Table of Contents 1 Topic 511: FUNDAMENTALS OF SUPERVISING CASEWORK STAFF 511-01: Ability to create and maintain a supportive working and learning environment
More informationBuilding Bench Strength It Takes More than Big Leaguers
Building Bench Strength It Takes More than Big Leaguers Keith Hughey Senior Consultant JMFA is a Strategic Alliance Provider for CUNA Strategic Services Building Bench Strength Uncover potential superstars
More informationCritical Skills for the 21 st Century. Tuesday, September 26, 2017
Critical Skills for the 21 st Century Tuesday, September 26, 2017 2017 PRESENTED UNION DELEGATES BY: Danielle A. CONFERENCE Pollard and Nedra COALITION DaughertyOF KAISER PERMANENETE UNIONS The Future
More informationBEST PRACTICES IN Talent Management Article Title Format
SCHOONOVER ASSOCIATES WHITE PAPER BEST PRACTICES IN Talent Management Article Title Format SCHOONOVER ASSOCIATES, LLC. 2015 Dr. Stephen C. Schoonover President, Schoonover Associates, LLC Contents Executive
More informationThe function of management
The function of management Managing In The New Era The Internet changes the way management must think and act chief Web officer will be one of the most important jobs will oversee information systems and
More informationSuccession Planning Toolkit
Succession Planning Toolkit Succession planning is the process of identifying the critical positions within your organization and developing action plans for individuals to assume those positions. Taking
More informationcreating a culture of employee engagement
creating a culture of employee engagement creating a culture of employee engagement 2 Introduction Do your employees report a strong sense of purpose at your company? Do they trust senior management and
More informationSuggested Attributes to Determine Performance Evaluation Ratings
Below are attributes to consider when looking for behaviors that represent an overall rating and/or a rating for each core expectation category. What behaviors define what a 5, 4, 3, and 2 rating looks
More informationInnovation Skills Profile.
Centre for Business Innovation Innovation Skills Profile. The Skills, Attitudes, and Behaviours You Need to Contribute to Innovation in the Workplace The Innovation Skills Profile (ISP 2018) isolates the
More informationLEADERSHIP ACADEMY INNOVATIVE LEADERSHIP DEVELOPMENT
LEADERSHIP ACADEMY INNOVATIVE LEADERSHIP DEVELOPMENT LEADERSHIP DEVELOPMENT A leader is one who knows the way, goes the way, and shows the way. John Maxwell S trong leadership is essential to business
More informationORION RESOURCES Solving the puzzle of smart hiring. Retained Search Quality A La Carte
ORION RESOURCES info@orionresources.com 206-382- 8400 Solving the puzzle of smart hiring. At Orion, we think it s time for some much needed innovation in recruiting. Why? Because standard recruiting services
More informationAgile Business Leader Developing the Next Generation
Agile Business Leader Developing the Next Generation In our last article we spoke about Agile Business Leaders (ABL) and their ability to play a key role in the future of organisational success. The ABL
More informationLeadership Agility Profile: 360 Assessment. Prepared for J. SAMPLE DATE
Prepared for J. SAMPLE About this Report Introduction LEADERSHIP that special quality that enables leaders to achieve extraordinary success. In today's uncertain world the need for leadership is at an
More informationQUALITY MANAGEMENT PRINCIPLES
ISO/TC176/SC2/WG15/N130 QUALITY MANAGEMENT PRINCIPLES 1. Quality Management Principles A quality management principle is a comprehensive and fundamental rule or belief, for leading and operating an organisation,
More informationSuccess Profiles. Civil Service Strengths Dictionary. Success Profile Framework
Success Profiles Success Profile Framework What are Success Profiles? The Success Profile Framework is being introduced to attract and retain people of talent and experience from a range of sectors and
More informationThe Evolution of the HR Business Partner Role. A Process for Assessing and Transforming the HR Business Partner in a Shared Services Model
The Evolution of the HR Business Partner Role A Process for Assessing and Transforming the HR Business Partner in a Shared Services Model The Evolution of the HR Business Partner Role Introduction This
More informationCHARACTER ELSEVIER COMPETENCY FRAMEWORK
CHARACTER ELSEVIER COMPETENCY FRAMEWORK CHARACTER: DISPLAYS INTEGRITY AND HONESTY DEFINITION: Leads by example; walks the talk ; models core values; follows through on promises; trusted by others; honest
More informationQualities of a High Value Player. (or, How to Rise Above the Suffering in Your Work Life) Cy Wakeman
Qualities of a High Value Player (or, How to Rise Above the Suffering in Your Work Life) Cy Wakeman People have come to believe that suffering is now part of working life, and are suffering more than ever.
More informationLeadership & Management Program Highlights. Institute of Management and Leadership IM& L
Leadership & Management Program Highlights Institute of Management and Leadership IM& L People want to work for people they like and they like people they trust : People work for People not for their organization.
More informationSenior Director, Human Resource Division Recruitment Announcement
Senior Director, Human Resource Division Recruitment Announcement ABOUT THE AGENCY The Department of Social and Health Services (DSHS) is Washington State s largest state agency. In any given month DSHS
More informationTalent Management: A Solution to Brain Drain
Talent Management: A Solution to Brain Drain Dr. Sarla Sharma Divya Pareek Abstract Over the years, India has become a major supplier of skilled and talented young people to the developed countries the
More informationCOACHING I 5. BUSINESS MANAGEMENT COACHING TIPS & STRATEGIES The Influence of the Human Resource Department
COACHING I 5. BUSINESS MANAGEMENT COACHING TIPS & STRATEGIES 5.1. The Influence of the Human Resource Department "There is a great man who makes every man feel small. But the real great man is the man
More informationWashington Standards-Based Superintendent Framework
Washington Standards-Based Superintendent Framework Standard 1 Visionary Leadership: The superintendent is an educational leader who improves and achievement for each student by leading the development,
More informationCenter for Leadership PROFESSIONAL DEVELOPMENT
Center for Leadership Center for Leadership PROFESSIONAL DEVELOPMENT July December 2017 Program Schedule Center for Leadership 2 Answer the call to lead. At the UD Center for Leadership, we re more than
More informationWHY EMPLOYEE ENGAGEMENT MATTERS. Kathy Bowersox
WHY EMPLOYEE ENGAGEMENT MATTERS By Kathy Bowersox Are your employees engaged? Do you know if they are? Do you care? How relevant is employee engagement in terms of business success? In a word, VERY! If
More informationSustainable Leadership through Succession Planning
MARCH 2018 Sustainable Leadership through Succession Planning 33 Liberty Street Montpelier, Vermont 05602 503-249-0000 www.solidgroundconsulting.com Jim Morris jim@solidgroundconsulting.com Sustainable
More informationDescription. Award Categories. Customer Service. Engagement
Description The Rowan Recognition program recognizes and rewards faculty and staff for work and behaviors that support the mission, goals, values and initiatives of Rowan University. The work and behavior
More informationThe Leadership Secret of Gregory Goose
Review: Video and Training Program By Mike Streeter Executive Director Workforce Diversity Network At the Workforce Diversity Network, we are always looking for articles, books, and training programs that
More informationWHAT IS EMOTIONAL INTELLIGENCE?
MODULE 1: PERSONAL MASTERY CHAPTER 3: EMOTIONAL INTELLIGENCE 4 WHAT IS EMOTIONAL INTELLIGENCE? The capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing
More informationREINVENTING HR: PREPARING FOR THE NEW MODEL ENTER THE LEARNING ZONE AND REMAIN
REINVENTING HR: PREPARING FOR THE NEW MODEL ENTER THE LEARNING ZONE AND REMAIN STEPS TO THE NEW MODEL Constant Learning Zone Say goodbye to Comfort DO YOU KNOW YOUR ORG STRATEGY Workforce Architect STRATEGIST
More informationANA Adopted Values and Associated Behaviors. May 27, 2015
Background ANA Adopted Values and Associated Behaviors May 27, 2015 - Values work launched at the February Directors Retreat. - A Values work group (Directors) determined and recommended a draft of 5 ANA
More informationStrategic Management. Gregory G. Dess University of Texas at Dallas. G. T. Lumpkin Syracuse University. Alan B. Eisner Pace University.
Gregory G. Dess University of Texas at Dallas G. T. Lumpkin Syracuse University Alan B. Eisner Pace University Strategic Management text and cases fifth edition I McGraw-Hill Irwin Contents port l Strategic
More informationPutting our behaviours into practice
Putting our behaviours into practice Introduction Our behaviours are an important part of One Housing. They are designed to shape how we work - they are the ideas and approaches that form the foundation
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationSuccession Planning Toolkit
Succession Planning Toolkit /////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////////// Succession planning is the process
More informationWhy Hire Liz Weber and the WBS Team?
Why Hire Liz Weber and the WBS Team? WHAT WE DO... Liz Weber and the Weber Business Services, LLC (WBS) team bring clients over 25 years experience in strategic planning and organizational change with
More informationStrategic Planning IT CAN BE DONE IN YOUR CITY
Strategic Planning IT CAN BE DONE IN YOUR CITY What is Strategic Planning Opportunity for Leadership to create a vision for the future Prioritize the actions of the city Not a one time process You are
More informationForge a Winning Culture. Learn from Top Workplaces how to unleash the potential of your people and inspire high performance
Forge a Winning Culture Learn from Top Workplaces how to unleash the potential of your people and inspire high performance Great businesses win with culture In today s world of work where change happens
More informationEQ Competencies Assessment
EQ Competencies Assessment The research validates that what separates superior leaders from average leaders is Emotional Intelligence (EQ). When measuring IQ, Technical Expertise and EQ, the results validated
More informationebook Reach Your Leadership Potential
ebook Reach Your Leadership Potential Develop skills and qualities to achieve your potential as a business leader Strong leadership is both an inherent and a learned quality. As a business leader, it s
More informationA Needs Assessment of ITSS, Inc. Career Development Opportunities
A Needs Assessment of ITSS, Inc. Career Development Opportunities By Janice Aull, Jeff Bartley, Colleen Olson, and Lauren Weisberg Tales from the Field, a monthly column, consists of reports of evidence-based
More information